Due to the change of modern society¡¦s lifestyle, most people are single or young couple, without any support of experience, economy, and feelings from a big family. Once they face the difficulties without finding any comforter, they may choose suicide as their best way to escape problems. According to the government¡¦s formal report, there are 2,281 people dead out of suicide in Taiwan area. That means every one hundred thousand people there will be ten people who don¡¦t want to live and kill themselves. The purpose of this research is to understand how to promote the quality and the professional service of the volunteers through the operation of human resource management, including recruitment, acquisition, education training, compensation, performance appraisal, etc. Through statistics analyses, the major findings of this study are listed below: I Human resource management of volunteers influence the quality of volunteers. 1. There is a positive, significant relation between volunteers¡¦ compensation management and the mission. 2. Maintenance management also has positive relations with professional service ability and mission. II Different characteristics of the individual bring different composites of human resource management. 1. The position of volunteers has significant differences on the maintenance management and compensation management. 2. Work experiences of volunteers have significant differences on the development management and compensation management. III Different characteristics of the individual bring different quality of volunteers 1. The position of volunteers has significant differences on the mission and professional knowledge.

Abstract Owing to the change of Taiwanese political constitution. The legislator was becoming an increasingly important role in recent years. Therefore, those who aid the legislators in dealing with their affairs also play important roles. They are the legislators¡¦assistants. However, it is observed that the legislators¡¦ assistants have had low satisfaction for several years, which leads to a high rate of employee turnover. The phenomenon did have a great effect on the quality and efficiency of assembly. Thus, the aim of this study is to explore the legislators¡¦ assistants¡¦ system in terms of workers¡¦ recruitment, job orientation, training programs, welfare conditions, salary offered, job and salary match, and career development¡Ketc. This study also proposes some strategies which can assert the assistants¡¦rights. In order to understand the situation, this study takes not only participant observation method and intensive interview method, but also makes survey questionnaire to all legislators¡¦ offices. Finally, the findings are based on ¡§Human Resource Management Model¡¨ by Dr. Huang Ing-Chung¡]1997¡^ to analysis the interview and survey results. The results of the study indicate that: 1. In the aspect of acquisition management, the legislators¡¦ assistants always have heavy work pressures, overload tasks and undefined job contents. Moreover, there is neither clear criteria of recruitment nor job orientation. 2. In the aspect of development management, the job is lacking of suitable on-the-job training, performance appraisal and career development programs. 3. In the aspect of compensation management, the assistants have no formalized wage scales and positive benefits. Besides, they fail to take holidays like the employees of other companies. 4. In the aspect of maintenance management, most of the legislators seemed to prefer a more informal style of managing their employees. Therefore, they have no appropriate management styles, lacking of motivational systems and standing rules to manage employees.

The most significant challenge is ¡§ how to manage effectively organizational changes¡¨ while the organization is confronting with its strategic changes. In the course of practice, it would meet the environmental changes, effectively solidify unanimous opinions, strengthen the function of object management and the capability of managing changes, and improve the constitution of organization in order to achieve the optimal efficiency of entire operation, and estabilish the core competence of organization. Taiwan is facing to the heavy impact due to hi-tech industry move outside, especially in high-tech and high-valued semiconductor industry. And now the high-tech companies are facing to the transform of industry structure. The most important is how to enhance the competitive advantage to them. Besides operational efficiency, the speed is another critical factor to face the character of semiconductor industry either changing frequently or fast changing environment. Markets and tasks are both diversified and changeable, and the timing is also compressed quickly. Not only business operation has to accommodate with quick changes of environment, but also change ahead of marketing changes. The key point is to create or search the competitive niche for each company. Even though the strategy and organization structure will be changed for the need of the marketing environment, the factors that affect the organization structure including environment and strategies also have influence on organization operations as well as organization control and efficiency. But in the process of organization changing, not only focus on the adjustment of organization structure but further aware of the transform of corporation constitution and the development of human resource. In general company¡¦s performance of appraisal is based on the strategic plan, policy deploy and the calculation of the balance score card which are focused on the management of objective between inter-departments or stratums, but neglect the horizontal leakage among the departments or interspersions, and combine work tasks with the targets of individual development in the future. I create a ¡§combined sheet of the career plan¡¨ which improves the aforesaid defects, and make a more complete career plan sheet with illustrative case. In view of the practical experience personally, I realize that the most critical point is the personal expectation and permission in the course of organizational operating systematically. The combined sheet of the career plan also link up the targets of work tasks and individual development. In the meantime, the company fits with complete performance appraisal in order to induce and motive employees to set up some targets of individual development combined with work targets that would go deeply into the motivation and be lasting of work targets for employees. In this way, the employees will both give consideration to the performance in the personal and company. A semiconductor company, the study case of the thesis, experienced organizational regroup many times. The study focused on the different organizational types, the model of managerial operation, and the positive and negative influences on the organizational efficacy and internal control. The study in the aspect of organizational structure and changing management was involved deeply, and the environment and strategies was also described to some extent. The procedure of this study was mainly through the interview and review on the relevant reference documents related to the subject of organizational structure and changing management, meantime to have a better understanding on the development of regroup in the company for further analysis and presenting the proposal to the company, and expect to establish a valuable managerial model of organization change to improve the defects of organizational management, and to be applied in the progress of plan and management for reference.

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In recent years, the business world is a fast moving and rapidly changing economical environment. From the practices of Human Resource management, it is an issue that many business organizations have lots of interests in how to maintain their competitive workforces, effectively reduce turnover, and to minimize the training cost. As we all are aware that Human Resource Management department is recognized as one of business partners in the organization. We deploy the limited resources provided to the critical activity of Human Resource Management, to elevate job satisfaction and to remain the employees in company. The research is focus on exploring the effects of Human Resource Management practices on job satisfaction and retention. And also discuss the mediating effects of job satisfaction between the Human Resource Management practices and retention. The results indicated that (1) The Human Resource Management practices will improve job satisfaction. (2) Job satisfaction will advance the intention to retain of the employees. (3) The implementation results of the Human Resource Management practices will advance the intention to retain of the employees. (4) Job satisfaction does have mediating impact on some Human Resource Management practices and the intention to retain of the employees.

Abstract ¡@The research is to find factors influencing HR departments¡¦ strategic involvement in organizational decision making process and understand their effects. This research included the cognitions of HR department and other departments in an organization to test it¡¦s hypotheses. ¡@Questionnaires were issued to enterprises with over 200 employees; 62 dyad questionnaires were issued, and 51 ones returned and were all valid. With statistical analysis including paired-sample t-test, one-way ANOVA and regression, we attempted to examine whether the strategic involvement of HR department is affected by HR services provided, strategic function of HR department, HR service quality and expectations of the other departments toward HR department. ¡@After the empirical analysis, we got the conclusions as follows: 1.The cognitions of HR department strategic involvement between HR department and other departments have a positive relationship. 2.HR services provided by HR department have positive impacts on its strategic involvement. 3.Strategic function of HR department has positive impacts on its strategic involvement. 4.HR service quality has positive impacts on the HR department¡¦s strategic involvement. 5.Expectations from other departments to HR department have insignificant discrepancy on HR department¡¦s strategic involvement. 6.Position level of HR head have insignificant impacts on HR department¡¦s strategic involvement.

Common Future Way (CFW) is an international training program initiated by Iveco, a subsidiary of Fiat Industrial. By examining each module of this program – recruiting, employment terms and liabilities, training process, post training positioning, compensation and career development – this paper will explain how multiple factors due to the cultural differences between Eastern and Western societies affect new Chinese employees in an Italian-Chinese joint venture in a negative way. Recommendations on how to improve new employee retention under this international context will be given at the end. / text

Sammanfattning Titel:                                   Talent Management inom den svenska banksektorn. Författare:                         Martin Eriksson och Oscar Alfelt  Handledare:                      Timurs Umans Nivå:                                  Kandidatuppsats 15 hp, Ledarskap, VT 2012  Frågeställning:                  Hur använder svenska banker talent management processen som en del av sitt HR-arbete?  Syfte:                                  Syftet med denna uppsats är att undersöka hur banker använder talent management processen som en del av sitt HR-arbete och på så sätt öka sin konkurrenskraft och effektivisera sitt arbete. Vi ämnar undersöka hur processen kan anpassas till en specifik sektor vilket i vårt fall är den svenska banksektorn. Metod:                               Studien gjordes med ett beskrivande angreppssätt. Vi använde en kvalitativ ansatts med individuella öppna intervjuer. Intervjuerna gjordes över telefon med fem stycken respondenter från svenska banker.  Teoretisk referensram:    Den teoretiska referensramen består av tre delar där första delen handlar om att förklara vad talent management är för att sedan presentera två talent management processer samt att beskriva HR inom banksektorn. Detta ligger som grund för vår talent management modell som presenteras i slutet.  Resultat:                            Här återges vad respondenterna uppgav under intervjuerna.  Analys:                               I analysen jämförs respondenternas empiri och analyseras efter den teori som vi har använt. Slutsatser:                          Här presenteras de ändringar som gjorts i modellen sedan den först presenterades i den teoretiska referensramen. Med hjälp av teorin och informationen från respondenterna har vi kunnat skapa en relevant och giltig talent management modell för den svenska banksektorn. Nyckelord:                         Talent Management, Human Resource Management, banksektorn, personalarbete. Centrala begrepp:            HRM (Human Resource Management): Handlar om arbetet med personal och humana resurser. Talent Management: Ett verktyg inom HRM med fokus på arbetet med att attrahera, bibehålla och utveckla nyckelpersoner inom företaget.

The aim of the study was to investigate flexitime as a potential moderator to reduce the administrative employee stress, and to reduce the negative aspects associated with stress through the use of flexitime programmes. This exploratory study was conducted in a tertiary environment. The literature review explores the core areas of the main and sub-variables. A literature review was conducted relating to the key variables of the study, that is, flexitime and stress. In terms of flexitime, emphasis was placed on the benefits of flexitime, flexible work practice and the drawbacks of flexitime. In terms of stress, emphasis was placed on stress reduction, work/life balance and employee commitment. This study was conducted with a sample of 97 subjects from a tertiary environment. The data was collected using questionnaires, and reliability was also determined. Various statistical techniques were used to test the hypotheses. Data was analysed using both descriptive and inferential statistics and the results were presented using tabular and graphical representations. Furthermore, comparisons were made with studies of other researchers who have embarked on this area of the study or studies close to this research topic. The study shows correlations and significant associations with employee stress and flexitime. The findings also indicate that stress can be reduced through the moderator, that is, flexitime. / Thesis (M.Com.)-University of KwaZulu-Natal, Westville, 2011.

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